“What stands out in UNFPA’s human resources “UNFPA treats its staff with dignity and
practice is that compliance to rules and regulations is
given high priority, recruitment/selection processes are
respect. This is a relatively small organization
with excellent human resources policies.
Working for Staff:
transparent, gender balance is among the best, and UNFPA prioritizes learning and allows for staff
UNFPA Human Resources
there’s respect for diversity.” development throughout one’s career.”
PROMOTING WELL-BEING
COMPETENCIES Values/Guiding Developing
Principles People
UNFPA is one of the first within the United • Specifying the functional Integrity Performance Staff well-being and security are • Designing initiatives to enhance
Management
Nations system to have implemented a requirements of the organization priorities at UNFPA for retention, staff staff support mechanisms for
competency framework. Regarded as • Providing the basis for everything Commitment to Developing motivation and performance. We effective emergency preparedness
the Organization and People/Coaching
a ‘best practice’ management tool, it from human resources planning endeavour to ensure that staff have and crisis response at all levels of
its Mandate and Mentoring
is the cornerstone of UNFPA’s human to recruitment, rotation, career appropriate levels of support to function the organization
resources strategy. The framework sets progression, performance Cultural Sensitivity/ Fostering Innovation effectively, feel valued and respected • Introducing a policy on rewards
organizational standards and assists management and staff development Valuing Diversity UNFPA and Empowerment and are not placed in situations of and recognition
UNFPA in achieving its goals by: and learning Core unacceptable risk. UNFPA is committed • Conducting staff surveys to gain
Analytical and Competencies
Working in Teams to supporting staff – at headquarters feedback on various aspects of work
Strategic Thinking
• Defining competencies for staff The competency framework is a guide for and in the field – for a better work/life and the work environment, and to
Results Orientation/ Communicating
at all levels managers and staff to help understand the Commitment to Excellence Information and Ideas
balance by: identify organizational strengths as
• Capturing core values and behaviours and skills that are expected well as areas for improvement
Appropriate and Transparent Conflict Management/Negotiating
guiding principles of them. It makes it possible for staff to Decision Making & Resolving Disagreements • Promoting supportive human
• Reflecting managerial and leadership assess ‘how’ results are achieved, not resources policies and programmes Guided by its human resources strategy,
Knowledge Sharing/ Self-Management/
priorities only ‘what’ the results are. Personal Continuous Learning Emotional Intelligence
Building and on flexible working arrangements, UNFPA will continue to provide a work
Leadership and Managing prevention of abuse and harassment, environment that reflects the values of
Effectiveness Relationships safety and security training, HIV/AIDS gender equality, teamwork, respect for
awareness and education, and a diversity, integrity and a healthy balance
“WHAT” “HOW” support network for spouses of work and life.
Results accomplished Competencies needed for
success in a given post
Outputs Competency Proficiency PERFORMANCE of perspectives, including self-
MANAGEMENT appraisal, direct reports, UNFPA’S MISSION
Work plans Core co-workers, external partners
Our highly regarded Performance and supervisors UNFPA, the United Nations Population Fund, is an international development
Developmental Functional Appraisal and Development process, • Assessing results achieved agency that promotes the right of every woman, man and child to enjoy a life
known as the PAD, builds on the • Assessing staff competency of health and equal opportunity. UNFPA supports countries in using population
competency framework. The emphasis proficiency against organizational data for policies and programmes to reduce poverty and to ensure that every
is on continuous feedback and coaching. values and expected behaviour and pregnancy is wanted, every birth is safe, every young person is free of HIV/AIDS,
All staff, including senior management, skills conducive to organizational and every girl and woman is treated with dignity and respect.
participate in the PAD process. Its key performance
features include: • Gauging developmental results
• Linking performance to rewards and All quotes are the opinions of UNFPA staff at various levels and the
• Linking individual work planning, recognition UNDP/UNFPA/UNOPS Staff Council.
performance results and staff All photographs are by and of UNFPA staff.
Because everyone counts
development to the Office UNFPA’s PAD system has been acquired by
United Nations Population Fund
Management Plan and organizational several other United Nations agencies and
220 East 42nd Street
priorities organizations, which are currently adapting New York, NY 10017
• Providing confidential 360 degree this process and its underlying competency USA
(multi-rater) feedback from a variety framework to improve performance. www.unfpa.org
At UNFPA, the United Nations Population Fund,
“We at the Staff Council are all looking forward “The Rotation Panel does its utmost to meet “The organization has been making great strides in
to continuing the very constructive and positive both staff and management goals when making the area of staff development, creating opportunities
everyone counts – and that means staff count, too. Our working relationship we have enjoyed with UNFPA decisions. The timing of the rotation ensures the for individuals who have demonstrated exceptional
inspirational mandate is carried out by dedicated women and the DHR [Division for Human Resources].” best possible transition for staff and their families.” performance, and identifying and bringing in new talent.”
and men from all parts of the world.
UNFPA offers interesting and challenging HUMAN RESOURCES – ideas and innovative solutions dealing with Succession Planning positions with managerial responsibilities. and high-performing organization staffed UNFPA is an active supporter
work, learning opportunities, and an SURVEYS SHOW THAT STAFF: A STRATEGIC PARTNER broad human resources issues that impact UNFPA is leading the way within the Assessments are also used for staff with the best-qualified people, and it of inter-agency mobility for its staff
environment where staff feel valued the organization. United Nations system in designing a development purposes. provides staff with opportunities that and subscribes to the Inter-Agency
and respected. We are from diverse • Believe in UNFPA’s The Division for Human Resources takes succession planning framework. The contribute to their professional and Mobility Accord.
backgrounds and regions and, in terms an active role in advancing UNFPA’s goals A COLLABORATIVE model presents an approach to aligning Staff Rotation career growth.
mandate and like working
of gender balance, have one of the best and objectives. We actively participate in: UNFPA’s ‘human capital’ with the Fund’s UNFPA is a field-based organization. Learning and Career Development
for an important cause APPROACH Inter-Agency Mobility
records in the United Nations system. We strategic objectives. Succession planning Over the course of an international UNFPA is committed to promoting
work in five regional, six sub-regional and • Value opportunities for • UNFPA’s senior management team UNFPA’s collaborative approach to human is integrated with a variety of human career, UNFPA staff members will rotate Mobility is critical for strengthening the continuous staff development and
123 country offices serving 158 countries, individuals to use and • Inter-agency bodies, with the goal of resources emphasizes the role of all resources initiatives, including recruitment to different duty stations throughout the cohesiveness as well as effectiveness of the offers informal and formal learning
areas and territories. harmonizing human resources policies managers as human resources managers. strategies, leadership development, world. Staff rotation is systematic and United Nations system’s response opportunities. The Division for Human
develop their skills
and practices across the United This approach reinforces human resources corporate learning programmes and career managed through an annual exercise to global challenges and for building Resources provides guidance through the
UNFPA aims to foster an organizational • Find the work challenging, Nations system management measures through mentoring, development opportunities. Knowledge- that involves a peer review process. This a competent, versatile, multi-skilled process of creating career development
culture that is open, outward looking, satisfying and interesting • Various working groups of the UN coaching and regular dialogue with staff Transfer Notes make staff transitions more process contributes to a more effective and experienced international civil service. plans. These plans empower staff to
field-focused and future-oriented. Development Group, International Civil and managers – with a focus on planning, efficient, as they preserve knowledge and build their capacity for future positions.
• Enjoy working with Service Commission, and the Human managing talent, improving performance help orient staff to their new duties.
Comprehensive human resources measures dedicated, motivated Resources Network of the UN system’s and fostering discussions on career and Learning can take the form of training
are designed to have a positive effect on people from diverse Chief Executives Board on issues learning. All managers are charged with Recruitment SUCCESSION PLANNING MODEL programmes, lateral moves or a
motivation and performance. Within the related to UN reform and the Resident upholding the principles of transparency, UNFPA seeks the best available talent temporary assignment in another duty
cultures ORGANIZATIONAL STRATEGIC HUMAN
framework of the United Nations Regula- Coordinator System accountability, confidentiality and team from internal and external sources in station. We also work to prepare young
STRATEGIC PLANNING RESOURCES PLANNING
tions and Staff Rules, and as part of the • Regular consultations with staff performance. They are also charged with order to meet organizational needs. A staff to develop competencies for career
Mandate/mission Human resources strategy
United Nations common system conditions representatives treating all staff with respect. web-based application system expedites Organizational culture
success. UNFPA’s Learning Catalogue
Competency framework
of employment, we are innovative and recruitment and feeds rosters of pre- Environmental scanning Performance management lists learning topics and courses, both
resourceful in the application of modern We aim to be flexible and adaptable to MANAGING TALENT screened candidates for critical positions. Strategic plan External environment mandatory and optional, offered by
‘best practices’. UNFPA’s emphasis on the changing needs and evolving Joint outreach recruitment missions UNFPA, the United Nations System Staff
innovation has contributed to requirements of global UNFPA endeavours to place the right with other United Nations organizations College and other external partners.
OPERATIONAL PLANNING HUMAN RESOURCES
successful human resources trends and the workplace. people with the right skills in the right are promoting UNFPA and attracting PLANNING
Annual work planning
initiatives that are being repli- At many levels, the Division position at the right time. The ultimate aim potential candidates. Our strategic use of Resources available
Resources required
cated by others in the United for Human Resources is to ensure programme delivery – and external assessment centres is helping to • Human • Posts
Nations system. contributes substantive the key is high-caliber staff. determine the suitability of candidates for • Financial • Existing staff
GAPS
HUMAN HUMAN
RESOURCES RESOURCES
NEEDED AVAILABLE
TALENT MANAGEMENT
Recruitment strategies
“UNFPA has provided me with an opportunity to progress and grow within Leadership development
Corporate learning
programmes
its ranks. UNFPA is an organization that identifiies, nurtures and recognizes Career management
talent and hard work. This makes for a work environment that is conducive to FEEDBACK/EVALUATION
professional growth, promotes progression and creates staff loyalty. I believe in
the work we are doing to make life better for the individuals we aim to help.”
